Untitled Design

2724 Fruitville Road Suite 102 Sarasota, FL 34237 www.cliffordscholzarchitects.com

EMPLOYEE

HANDBOOK UPDATED JANUARY 1, 2024

Table of Contents 1

Welcome

2

Company Overview

3

About the Handbook

4-8

Employment Employment At Will Equal Opportunity Employer Anti-Discrimination, Anti-Harassment, & Anti-Retaliation Policy Disability and Religious Accommodations Requests Introductory Period Employee Classifications Outside Employment/Conflicts of Interest Open Door Policy

02 9-12

03

Conduct & Ethics Professional Integrity & Ethics Attendance & Punctuality Office Conduct: Supplies, Food, & Office Organization Electronic Communication & Social Media Dress Code & Hygiene Incoming Phone Calls Personnel Files

13-14 Health & Safety Smoking Drugs & Alcohol Driving on Firm Business Sickness Protocol & Policy 15-17 Compensation FLSA Status & Overtime Work Time Time Keeping Pay Periods & Paydays Inclement Weather & Hurricane Policy (See Also, Addendum) Business Expense Reimbursement

Table of Contents: Continued 18-24 Benefits Paid Holidays Paid Time Off: PTO Leave of Absence Jury Duty Insurance Summary Plan Descriptions Retirement Savings Plan (401k) Professional Development Performance Reviews

02

25-26 Progressive Discipline Order of Actions Termination Disruption of Business Policy 27-28 Separation Types of Separation References Return of Company Property & Final Payments

03 Closing Remarks

29

30-32 Job Descriptions Other Inclusions: Handbook Acknowledgement Severe Weather Addendum

Welcome Message Welcome to our team at CMSA. The acronym is for Clifford M. Scholz Architects, Scholz, Oswald & Shaffer, LLC. Whether you have just joined us or have been with us for a while, we are pleased to have you as a part of our Firm.

Since

1992,

our

constant

goal

and

commitment have been to provide innovative, sustainable, and high quality architectural, as well as interior design services and solutions.

Our team approach, on an individual basis on every project, has led us to maintain our goal and always look to exceed it.

Our key element is our team members and Partners from Left: Cliff Scholz, Rick Oswald, and Daniel Shaffer

our commitment to leading our clients in achieving and exceeding their architectural and interior goals and dreams. We learn something new every day and share that knowledge between our team, with our

The Vision

clients and beyond. It is that process that

CMSA shall provide innovative,

melds our commitment with our clients’

sustainable, and high quality

goals.

architectural design service and solutions.

I want to thank you personally for helping us in bettering and achieving our goals. Our firm is only as good as the team members within.

Always strive for excellence and have some

The Mission

fun along the way.

We will lead our clients in achieving and exceeding their architectural goals and dreams.

Thank You, Clifford M. Scholz AIA – Managing Partner

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Company Overview “We are what we repeatedly do. Excellence, then, is not an act, but a habit.”

Aristotle

Our History Founded in 1992, CMSA has been making a mark in many premiere communities throughout Florida with custom designed residences, elegant renovations, golf course developments, and commercial properties. Tapping into the talent of our highly qualified architects and designers, the firm has grown into a recognized and respected organization throughout Southwest Florida.

Specializing in new construction, renovations of custom residences, waterfront properties, golf and country clubs, offices, and various commercial properties gives CMSA a broad range of experience. Combining the tradition of classical architecture with the fundamentals of modern good design, sets CMSA apart from all others.

CMSA has a staff of experienced architects, project managers, CAD operators / BIM modelers, researchers, specification writers, detail specialists and administrative personnel. Each member of the team works together with others to ensure the quality of design, including the integrity of the budget and the time schedule for completion of work. Working in tandem with the client and our consultant’s the professionals at CMSA create designs with elegance and enduring quality.

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About the Handbook The Nature of Impossibility This team member handbook will acquaint you with the Firm and some policies affecting your employment. Since it is impossible to anticipate every situation that could arise, the handbook highlights the Firm’s general policies, practices, and benefits. Other existing policies and practices may not appear in this handbook. If you are not sure about a written or unwritten policy of the Firm, have questions about any portion of this handbook, or need further information, please ask the Firm’s Partners. The provisions of this team member handbook do not constitute a contract of employment.

Change & Fairness

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We recognize that our business needs may change from time to time and that new governmental regulations take effect. Therefore, we reserve the right to amend, rescind, or modify any of the Firm policies, practices, and benefits at any time, with or without prior notice. However, the at-will nature of your employment is not subject to change, except by a written agreement signed by the Firm’s Managing Partner.

We wish to apply Firm policies consistently, equitably and without discrimination so that all similarly situated employees receive uniform treatment. A situation may arise that requires us to vary from our normal operating procedure. While we attempt to minimize those situations, we must reserve the right to consider each case separately and make any appropriate exceptions we feel necessary. The only recognized variances from Firm policies, practices, and benefits are those authorized by the Firm.

The team member handbook applies to all new and existing employees of the Firm, professional staff, and administrative staff, excluding partners. The handbook applies to full-time, part-time, temporary, intern, and trainee employees, except where otherwise stated. The team member handbook supersedes all previous Firm policies, practices, and benefits, both written and unwritten.

You have been provided with your own personal copy of the team member handbook, even though it is considered property of the Firm. As soon as possible, please take a moment to review your handbook. Refer to it whenever you have questions about Firm policies, practices, or benefits. The policies are effective immediately, and you are expected to know and comply with them.

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Employment Employment At Will It is important that you understand the terms of your employment. In accordance with Florida State Law, you and the Firm have an employment-at-will relationship. The employment relationship is for an unspecified time period. Either you or the Firm may terminate employment at any time, with or without reason or notice. Unless otherwise agreed upon by employee and the firm’s Managing Partner. An employment contract for a specified duration may be entered into only in writing, signed by the Firm’s Managing Partner. Nothing in this handbook or in any other documents (such as benefits statements, performance evaluations, or any other written or verbal communications) should be construed to create an employment agreement for a specified time period.

Equal Opportunity Employer The Firm prohibits and will not tolerate discrimination based on any legally protected status, including, but not limited to, race, color, religion, national origin, gender (sex), disability, age, sexual orientation, gender identity or marital status. It is the policy of the Firm to grant equal employment opportunity to all qualified persons in accordance with all applicable federal, state, and any local laws governing non- discrimination in hiring, discipline, termination, promotion, compensation, training, and allocation of benefits. If you believe you have been discriminated against, you are encouraged to follow the complaint procedure detailed later in the handbook.

Anti-Discrimination, Anti-Harassment, & Anti-Retaliation Policy Our employees should be able to work in an atmosphere free from all forms of employment discrimination, including sexual or other harassment. The Firm prohibits such harassment of our employees by one another or by third parties with whom we have business relationships. Prohibited conduct may result in disciplinary action up to and including discharge. Sexual and other harassment may take many forms. These forms include, but are not limited to: Unwelcome and offensive verbal conduct, such as remarks, comments, jokes, slurs, or other derogatory reference made to or about a person, relating to that person’s gender, religion, race, age, pregnancy, or any other protected characteristic. Unwelcome and offensive visual conduct, including pictures, cartoon drawings, photographs, or other communications, including videotape, e-mail, Internet programs or web sites. Unwelcome sexually explicit, vulgar, crude, or offensive language, jokes, photographs, or other material.

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Employment Anti-Discrimination, Anti-Harassment, & Retaliation Policy Unwelcome physical conduct, including touching, staring, fondling, restraining, patting, rubbing, brushing, regardless of the gender of the individuals involved. Unwelcome requests for sexual favors, or sexual advances, or other verbal or physical conduct of a sexual nature, regardless of the gender of the individuals involved, when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (b) an individual’s submission to or rejection of such conduct is used as a basis for an employment decision affecting that individual; or (c) the purpose or the effect of such conduct is to substantially interfere with the affected individual’s work performance or to create an intimidating, hostile or offensive work environment. All such matters will be kept as confidential as practicable to ensure a proper investigation.

Complaints will be promptly and thoroughly investigated, and if the allegations of discrimination, retaliation, or harassment, are substantiated, the Firm will take appropriate corrective action.

Retaliation against any person who has, in good faith, complained about discrimination, retaliation, or sexual or other harassment, or who otherwise participated in an investigation of the same allegations, will not be tolerated. Prohibited retaliation will result in discipline, up to and including discharge. The Firm takes good-faith allegations of discrimination, retaliation, sexual harassment, and other forms of harassment very seriously. If you believe that you have been subjected to any type of discrimination, retaliation, or harassment, from employees, clients, or any other person present at the facility, you should immediately do the following: Document any incident of alleged discrimination, retaliation, or harassment, including the date, time, place, what was said or done, and the surrounding circumstances. If you are comfortable doing so, clearly, and directly communicate to the offending individual that his or her conduct is unwelcome, and request that the offensive, discriminatory, or retaliatory behavior or conduct stop. However, this action on your part is by no means required.

Regardless of whether you confront the offending individual, you must immediately bring the matter to the attention of a Partner based on your own comfort level with those individuals. Any employee who makes a false complaint of discrimination, retaliation, or harassment, or who intentionally provides misinformation during an investigation, or otherwise fails or refuses to cooperate during an investigation, will be subject to disciplinary action, up to and including discharge.

5

Employment Disability and Religious Accommodations Requests Consistent with Company’s policy of non-discrimination, the company will provide reasonable accommodation based on an employee’s disability or sincere religious belief where appropriate, so long as such accommodation does not constitute an undue hardship, as defined by the applicable statutes, to the Company.

Any employee who has questions regarding this policy or desires to request a reasonable accommodation, shall notify a Partner of the Firm. It is preferred that any request for accommodation be made in writing. The Company will respond (accept, deny, or still evaluating) to all requests for accommodation in writing within fourteen (14) working days of the request. If a request for accommodation is denied, the employer will provide the requesting employee a written explanation setting forth the reasons for the denial. During the time period between the employee’s request for accommodation and the Company’s response, if there is a conflict between a work rule and employee’s religious observance, the Company will not discipline or terminate the requesting employee for violation of that specific work rule. However, the employee will be expected to comply with all other work rules that are not specifically implicated by the request for accommodation.

Any employee who believes he/she has been subjected to discrimination or retaliation based on his/her need or request for reasonable accommodation should follow the Complaint Procedure stated above in the Equal Employment Opportunity, AntiDiscrimination and Anti-Harassment Policy.

Introductory Period The first ninety (90) days of regular full-time and part-time employment are considered an introductory period during which you will learn more about your job and the Firm’s policies and procedures. This is also an opportunity for you to decide whether you are happy being employed by the Firm and for the Firm to evaluate your performance. If the Firm feels more time is necessary to evaluate your performance, the introductory period may be extended. During and after your introductory period, the Firm reserves the right to discontinue your employment with or without notice, in accordance with the at-will relationship.

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Employment Introductory Period Only employees who successfully complete the entire introductory period will be entitled to the Firm’s fringe benefits as specified herein. Successful completion of the introductory period does not necessarily entitle an employee to an automatic pay increase. Separation from employment shall normally constitute a break in an employee’s service and require a new introductory period should the employee be re-employed. Further, if an employee is promoted, transferred, or demoted, the Firm may require the employee to complete a new introductory period.

Employee Classifications 1. A “regular full-time” employee is one who is generally scheduled to work at least Forty (40) or more hours in a workweek and has successfully completed the introductory period.

2. A “regular part-time” employee is one who is generally scheduled to work fewer than Forty (40) hours in a workweek and has successfully completed the introductory period.

3. A “temporary employee/seasonal” is one who is hired as an interim replacement to temporarily supplement the work force, help complete a specific project, or to work on a seasonal basis.

4. An “intern” is a student who works at the Firm as part of his or her learning process. It is a temporary paid position, depending upon the agreement with the referral source. (i.e., college/university or career placement program).

Outside Employment/Conflicts of Interest It is not acceptable for employees to participate in any architectural or interior design work outside of this Firm. Doing so may be cause for termination, at the Firm’s discretion.

Additionally, any outside employment that affects your attendance, work performance, productivity, or conduct, either directly or indirectly, or that creates a conflict of interest of any kind, is strictly prohibited. If you find it necessary to seek outside employment, you must discuss your plans with the Firm before engaging in such outside employment.

Schedules will not be adjusted, and special considerations will not be made for employees who have outside employment.

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Employment Outside Employment/Conflicts of Interest Firm employees are prohibited from: 1. Performing services for or acting as an agent, officer, employee, director, consultant, partner, or shareholder for any client of the Firm.

2. Performing services for or acting as an agent, officer, employee, director, consultant, partner, or shareholder for any business entity similar to the Firm.

3. Receiving personal income or material gain from outside individuals or companies for producing materials or rendering services either during working hours, on Firm premises, using Firm property, or at any time while performing services on the Firm’s behalf.

4. Promoting a personal business at any time during working hours, while using Firm property, while on Firm premises, or at any time while representing the Firm.

5. Using the Firm name as part of any outside promotional campaign or other business endeavor without express knowledge and approval of the Firm.

6. Bartering for services performed.

If you decide to accept outside employment, you are required to submit to the Firm a written memo containing the name of the outside employer, the duties expected in the new position, and the hours you propose to work. In some cases, an employee may have to choose between employment at the Firm and other employment.

Open Door Policy The Firm believes in open communications, and it is our policy to ensure that your issues are addressed promptly and fairly. If you have a question, suggestion, problem, or complaint regarding your employment, you are encouraged to discuss the issue with a Partner of the Firm. If you believe you have been subjected to discrimination, harassment, or retaliation, you must report it immediately in accordance with our equal employment opportunity policy complaint procedure.

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Conduct & Ethics Professional Integrity & Ethics At CMSA, we are passionate about integrity and behavior reflective of this. Ethics is the basis behind both organizational and personal integrity. At all time, we must always act with professional and personal integrity toward each other, our business partners and our clients. The success of our business is dependent on the trust and confidence we earn from our partners and clients. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching Firm goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do and employees are expected to conduct themselves in a professional manner while at work and while engaged in Firm business

Attendance & Punctuality

Excessive absenteeism and tardiness place a burden on other employees and on the Firm.

Each employee is expected to be prompt and regular in attendance. Personal appointments should be scheduled during the lunch hour or before or after work hours whenever possible. If scheduling a personal appointment during working hours is necessary, advance approval by a Partneris required. As soon as you know you’ll be absent or late to work, you must call/text a Partner to report your absence or delay. Failure to promptly report your absence or tardiness will result at the Partner’s discretion in an unexcused absence. Unexcused or excessive absences or lateness will result in disciplinary action, up to and including termination. Any employee who fails to report to work without notice or calling in without an acceptable excuse or justification may be deemed by the Firm to have abandoned their job. However, the Firm reserves the right to make allowances, based on its sole discretion, for what it considers emergency or extraordinary circumstances.

Office Conduct: Supplies, Food, & Office Organization Each employee is expected to provide his or her own drawing accessories beyond that provided by the Firm. The Firm provides work surfaces, chairs, computers (hardware and software), straightedges and work lamps. Ordering office goods or supplies is a task assigned to a Partner. Employees are not permitted to order or purchase goods or supplies on behalf of the company, unless otherwise instructed by Partner. Employees are not permitted to remove any supplies or property from the office unless instructed by a Partner.

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Conduct & Ethics Employment/Conflicts of Interest OfficeOutside Conduct: Supplies, Food, & Office Organization A refrigerator, coffee machine, and microwave are available for use by employees. The preparation or eating of strong-smelling foods in the office is discouraged, and it is not permitted while meetings are taking place in the conference room due to its proximity to the kitchen. Employees are asked to pitch in for office cleaning in all areas. The foyer and conference room areas must always be kept clean. Food is to be eaten in the break room during lunch and break times only with the exceptions of: Lunch N Learns, Fun Days, Team Meetings, etc. All food is to be removed from the refrigerator at the end of day on Fridays.

Electronic Communication & Social Media Computer systems, telephones, Internet access, and electronic mail (“e-mail”) systems belonging to the Firm are to be used for business-related purposes to create and transmit business information. The Firm treats all computer files and all messages sent, received, or stored in the e-mail system as business information. Employees should have no expectation of privacy in connection with the use of these systems, or the transmission, receipt, or storage of information in such systems. The Firm has the capability to access, review, copy and delete any computer files and messages sent, received, or stored on the Firm’s computer systems. If employees make incidental use of the computer system for personal messages or files, then employees should not expect such messages or files to be protected from review by other employees. Accordingly, employees should not use computer systems to send, receive, or store any information that is not businessrelated. Personal use of Internet during non-business hours may be cause for termination for excessive or illegal use. Nothing should be communicated through the electronic communications systems, Internet, or e-mail that would be inappropriate to communicate in any other manner in the workplace or that would violate the Firm’s policies, including its Anti-Discrimination and Anti-Harassment Policy and Workplace Violence Policy.

The Firm specifically prohibits any computer, e-mail, or Internet communications containing the following: unauthorized or confidential information, libelous, defamatory, offensive, racist, discriminatory, or obscene remarks, chain letter or junk mail.

Intentionally sending a computer virus is prohibited as well as illegal. If any user disregards these rules, the user will be disciplined up to and including immediate termination and will be subject to liability and prosecution under applicable law.

Use of and access to personal e-mail accounts will be limited to non-business hours

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Conduct & Ethics Employment/Conflicts of Interest OfficeOutside Conduct: Supplies, Food, &&Office Organization Electronic Communication Social Media The use of the Company’s office phones for personal reasons should be limited to emergencies only. Neither cell phones nor any other electronic communication device (e.g., PDA’s, pagers, etc.) may be used during work time in the building. To minimize disruption to the Company’s operation and out of respect to clients, your co-workers and guests, all cell phone use must occur during non-work time and only in designated areas inside or outside of the building. While inside the office, employees are to keep their cellular phones on silent or vibrate mode. To facilitate their managerial functions, an exception for members of management may be granted by a Partner. Viewing non-jobrelated shows, blogs, etc. on your phone during work hours is prohibited.

Hand-held telephone usage and text messaging is not allowed for those employees that must travel in an automobile to complete their duties during the normal course of their workday. Employees driving an automobile during the workday should drive to a safe location and stop the automobile to use the telephone or send a text message. If you are unable to drive to a safe location, then a hands-free telephone device, such as Bluetooth earpiece or one with speakerphone capability must be utilized to complete the communication.

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet. This includes, but not limited to, your own or someone else’s web log or blog, journal or diary, personal web-site, social networking or affinity web-site, web bulletin board or a chat room, as well as any other form of electronic communication, whether or not associated or affiliated with CMSA. Ultimately, Team Members are solely responsible for what they post online. Keep in mind that any conduct that adversely affects job performance, the performance of fellow Team Members or otherwise adversely clients, suppliers, vendors, people who work on behalf of CMSA or CMSA legitimate business interests may result in disciplinary action, up to and including termination.

All Company-supplied technology and Company-related work records belong to the Company and not to the Team Member. CMSA routinely monitors use of Company-supplied technology.

Inappropriate or illegal use or communications may be subject to disciplinary action, up to and including termination of employment.

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Conduct & Ethics Employment/Conflicts of Interest OfficeOutside Conduct: Supplies, & Office Organization Dress CodeFood, & Hygiene Appearance will be appropriate to our professional business environment and should reflect favorably on the Firm. All employees are expected to be clean, neat, and wellgroomed while on duty, adhering to a business casual dress code. Excessively faddish, gaudy, or immodest clothing are to be avoided. Extreme hairstyles or hair colors should be avoided. Jeans that do not have holes, stains or fraying are acceptable. If a Partner deems the appearance of an employee to be unacceptable the employee will leave the office and return immediately in acceptable appearance. If not, then the employee may be sent home without pay.

Should an employee need to be outdoors for an extended period of time during the summer months, shorts can be substituted for pants in the dress code.

Incoming Phone Calls

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All Studio employees, when administrative staff is absent or detained, are responsible for answering the phone as expeditiously as possible. All employees should familiarize themselves with the phone system and basic functions: hold, transfer, and park.

Secure Personnel Information The Firm maintains a confidential personnel file for each employee. The file includes all application materials, performance and conduct records, records of attendance and punctuality, promotions, transfers, disciplinary actions, warning notices, and other information relative to your employment.

The Firm strives to protect the confidentiality of the records by storing them in a safe and secure place. Only authorized individuals will be permitted to view confidential employment records. All employment files are the Firm’s property and will not be removed from Firm premises. Employees who wish to review their own file should contact the Managing Partner. With reasonable advance notice of at least two (2) days, employees may review their own personnel files in a Partners presence. Some confidential documents may not be available for review.

Each employee is responsible for reporting to the Firm any change in payroll, personnel, emergency, or benefit information, including name, address, telephone number, dependents, beneficiaries, withholding status, deductions, or other such changes.

Changes must be made in writing and submitted as soon as possible after the change becomes effective.

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Health & Safety All Firm employees must observe and abide by safety standards and be safety conscious at all times. Any unsafe condition or practice that an employee observes must be promptly reported to a Partner of the Firm. If you are involved in, or witness, an accident on Firm property, promptly report it to a Partner of the Firm, even if you consider the accident minor. If you are involved in an accident while on Firm business, you must immediately notify a Partner.

Smoking Florida is a Clean Indoor Air Act State. Accordingly, smoking is prohibited inside the office and building. Smoking is permitted outside only, during regular breaks and meal periods, but only in designated areas, away from building entrances.

Drugs & Alcohol The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale or distribution of controlled substances, drug paraphernalia, or alcohol by an individual anywhere on Firm premises, while on Firm business (whether or not on Firm premises), or while representing the Firm, is strictly prohibited. Employees and other individuals who work for the Firm also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances. The Firm reserves the right to require testing for enforcement purposes, if necessary.

Driving on Firm Business If you are asked to use your personal vehicle for Firm business (not including normal daily commuting) you are required to have a current and valid state driver's license and adequate insurance coverage. In addition, seat belts must be properly worn at all times while driving on Firm business.

If you are asked to use your personal vehicle for Firm business (not including normal daily commuting), you will be reimbursed for business miles driven. To receive reimbursement, you must maintain accurate documentation of all miles driven as required by the IRS, including the date and the purpose of the business trip. Employees who submit appropriate documentation will be reimbursed for miles driven at the current IRS-approved rate. Reimbursements are made each month.

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Health & Safety Driving on Firm Business The following rules apply to the use of personal vehicles for Firm business: 1. Employee must observe and abide by all traffic laws and traffic conditions.

2. Moving and parking violations incurred while driving a personal vehicle for Firm business will be the driver's sole responsibility.

3. If you are involved in an accident while on Firm business, you must immediately notify your insurance carrier and Firm. A police report must be completed before leaving the accident site. Any fines issued in connection with the operation of any vehicle while on Firm business are the diver’s sole responsibility.

4. You are not authorized to drive on any Firm business if so restricted due to Firm insurance consideration.

5. You are not authorized to use any handheld devices, including your cellular phone, to read, draft or otherwise verify text messages while driving on firm business. Pull over to a safe location and come to a full stop if such activities are necessary.

6. You are not authorized to drive if you are under the influence of drugs or alcohol.

Sickness Protocol & Policy CMSA follows the CDC guidelines for illnesses and stopping the spread of viruses, including COVID-19, within the office. CMSA follows the below CDC guidelines: All employees should stay home if they are sick until at least 24 hours after their fever* (temperature of 100 degrees Fahrenheit or 37.8 degrees Celsius or higher) is gone. Temperature should be measured without the use of feverreducing medicines (medicines that contains ibuprofen or acetaminophen). Not everyone with flu will have a fever. Individuals with suspected or confirmed flu, who do not have a fever, should stay home from work at least 48-72 hours after the onset of symptoms. Persons with the flu are most contagious during the first 3 days of their illness. If you become sick at work, CDC recommends that workers who have flu symptoms upon arrival to work or become ill during the day should promptly separate themselves from other workers and go home until at least 24 hours after their fever is gone without the use of fever-reducing medications, or after symptoms have improved.

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Compensation FLSA Status & Overtime Exempt employees: Exempt employees are compensated at a fixed salary each week, regardless of how many hours they work. Exempt Employees are generally professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act (FLSA). Exempt Team Members hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. Most employees of CMSA are Exempt employees.

Non-exempt employees: Non-exempt employees are paid by the hour and are paid overtime pay at 1.5 times the regular hourly rate for hours worked over 40 during the workweek. Overtime Authorization (Non-Exempt employees only): Overtime may be necessary based on the Firm’s operating needs. When possible, advance notification of overtime assignments will be provided. If an employee believes that overtime work is necessary, he or she must request authorization from the Firm prior to working overtime.

Work Time For payroll purposes, the Firm has established the standard workweek beginning at 12:01 a.m. on Saturday and ending at 12:00 midnight on Friday.

The standard workday for exempt employees is generally from before 8:00a.m. to 6:00p.m., Monday through Friday, with the exception of administrative staff. Individual lunch periods may vary, depending upon work assignments and staffing needs but are generally between 12 noon and 2p.m. If you need a longer lunch hour, please inform a Partner prior to going to lunch (if possible). Exempt employees are expected to work as business volume necessitates, at minimum from the general hours listed above to an extension of these work hours based on business demands. The Firm cannot guarantee any number of work hours per week for any employee, but all exempt studio team members are generally expected to work a minimum 50- hour work week, your compensation, bonuses and benefits are based on this. It is expected you will arrive at the office no later than 8:00am. You have (2) 15-minute breaks, one in the morning and one in the afternoon, each day for personal calls, etc. The standard workday for non-exempt and administrative employees is generally from 8:00a.m. to 5:00p.m., Monday through Friday.

Non-exempt and administrative employees will have a duty free, unpaid lunch period of one (1) hour every day, between the hours of 1:00pm to 2:00pm.

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Compensation Timekeeping To ensure that each non-exempt and exempt employee is paid correctly each pay period.

Non-exempt and exempt employees must record all time worked each workday. Time records must show the time work began and the time reported out from work. Employees should complete their timekeeping on the actual day of work for accuracy and accountability. Detailed timekeeping is not only essential for payroll purposes, but also to tally time worked on individual projects, as our job costing is only as accurate as our employees’ time sheets.

Time worked on individual projects will be recorded on your computer via time keeping software. It’s important the work code and complete description of work be given. A current listing of codes is provided to you. If you have any questions as to what code to use, please ask a Partner. Failure to accurately record your time on a repeated basis will be grounds for progressive discipline which may ultimately result in termination of employment.

All non-exempt employees must carefully adhere to their normal work schedule unless a partner otherwise authorizes them to work a different schedule or overtime. If you feel that you are being asked to work unrecorded time, you must report the situation immediately to a Partner. Requesting any employee to work unrecorded time violates Firm policy. Working unauthorized or unrecorded time also violates Firm policy. No employee may record time for another. Falsification or omission of any information on the time records violates Firm policy and will result in discipline, up to and including discharge.

Pay Periods & Paydays Base wages are paid bi-weekly and are paid one week in arrears. Paydays are every other Friday; unless state statutes require weekly pay periods. Paystubs are made viewable through electronic delivery. For additional information, please speak with a Partner or HR Representative. If marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted to Human Resources.

Employees who are absent or on leave may make arrangements to have their paychecks picked up or mailed to them if such arrangements are made in advance.

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Compensation Pay Periods & Paydays The law requires or permits that the Firm make certain deductions from employee wages.

Among these are applicable federal income taxes, Social Security taxes, and others. It is the employee’s responsibility to review the deduction amounts immediately upon receipt of his or her paychecks. If you have questions concerning why deductions were made from your paycheck or how your wages were calculated, or if you think there was an error in calculating your wages or you think an improper deduction was made, you must immediately advise a Partner of the Firm.

Inclement Weather & Hurricane Policy Although it is practically impossible to be fully prepared for any disaster, CMSA has general guidelines that will be followed in the event of a weather disaster, including a hurricane. Please see the Hurricane Addendum to this Employee Handbook that outlines these provisions in greater detail.

The decision of if and when to cease in house operations in the event of severe weather will be made on a case by case basis, when, at that time, the partners will make a decision keeping the safety of the employees as the main priority. Since severe weather can change course quickly, it is important for employees to be flexible and fluid in the response to these decisions.

Business Expense Reimbursement Approved travel by employees will be reimbursed. The rate will be established yearly by the Internal Revenue Service allowable pay scale. Employees will be required to turn in a tally of travel and expenses per job. Expenses that are not turned in within 2 weeks of occurrence will not be reimbursed. Fines and traffic tickets are the responsibility of the employee. Travel by plane and hotel reservations will be made through the Office Administrator and will require approval by a Partner of the Firm.

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Benefits Your paycheck is important, but it does not represent all the benefits you receive from CMSA. Not only do you receive your wages each payday, you also receive a substantial number of Team Member benefits. These benefits include PTO, various types of insurance, 401k deferral options, bonus potential, professional development benefits, and paid holidays. Employee benefits are generally available to full-time Employees who have completed their 90-day introductory period (subject to the eligibility requirements of each benefit program.) CMSA reserves the right to change benefits at any time with or without notice, unless otherwise required by state and local law.

Paid Holidays The following holidays are those that the Company generally provides Holiday Pay: • New Year’s Day (January 1) • Memorial Day (last Monday in May) • Independence Day (July 4) • Labor Day (first Monday in September) • Thanksgiving Day (4th Thursday in November) & Black Friday (4th Friday in November) • Christmas Day (December 25) • One Floating Holidays (At Employee Discretion) If a Holiday falls on a Saturday or Sunday, the company may elect to designate an alternate day. Unless leave has been scheduled and approved in advance in compliance with the Company’s polices, employees who fail to work their scheduled shifts without prior approval before or after any designated holiday will not be eligible for Holiday Pay. Paid holidays will not be counted as hours worked for purposes of determining overtime.

Floating Holidays: The Floating holiday day, which doesn’t carry over to the next year, can be used to celebrate a day in Hanukkah, Ramadan, Good Friday, Kwanzaa, a birthday, or any other day an Employee chooses.

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Benefits PTO: Paid Time Off Our Employee PTO policy or paid time off policy refers to the amount of time off we offer to our employees per calendar year or month. Paid time off can be considered equivalent to vacation time, but employees can use it any way they want. This policy outlines the accrual process for paid time off, and how employees can manage this benefit.

This policy applies to all full-time regular employees.

CMSA will not grant fewer days of paid leave than the law dictates.

CMSA offers 10 days, or 80 hours, of annual PTO to our full-time, regular employees. These employees can use their PTO from the beginning of the year, without having to wait to accrue it.

Other kinds of leave such as bereavement leave will be considered if the need arises.

You can file a request for PTO via our Human Resources representative.

When requesting your PTO, we ask you to schedule it at least two weeks in advance. If your PTO request is greater than 3 days, we ask that you schedule it four weeks in advance whenever possible.

Please try to use your PTO throughout the year and not accumulate your entire leave for the end. Unused PTO may not be passed on to the next calendar year.

If you are out of the office on personal matters between the hours of 8a.m. and 5p.m., for doctors, dentists, etc. outside of your lunch hour, this will be counted against your PTO unless otherwise approved by a Partner.

Employees may earn additional PTO, increasing to 120 hours, or 15 days, after 5 years of employment.

PTO accrues based on the anniversary of hire date, and then on a calendar year basis.

Extra PTO Incentive: The Office will be closed for the week between the Christmas and New Year’s holidays, the 4 days between the holidays will be considered PTO in addition to the above described.

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Benefits PTO: Paid Time Off Unpaid Leave: In some cases an employee may use up all their PTO and still need to be absent from work. In such cases, this would be classified as employee unpaid time off. Unpaid time off must still follow the guidelines for paid time off- file a request via our Human Resources representative. When requesting your unpaid time off, we ask you to schedule it at least two weeks in advance. If your unpaid time off request is greater than 3 days, we ask that you schedule it four weeks in advance whenever possible.

If the employee takes Paid Time Off and then quits their job, the time off will be garnished from their final paycheck. After the 90-day introductory period, accrued PTO is retroactive back to the date of initial employment. PTO will not be counted as hours worked for purposes of calculating overtime for nonexempt employees.

Leave of Absence The Firm is not a covered employer for purposes of the Family and Medical Leave Act, in accordance with Federal mandates based on employee count.

Even so, the Firm understands that there are instances where an employee may need time away from work due to illness, injury, pregnancy, or other reason. Accordingly, for employees that have worked for the Firm for Twelve (12) months, leave of absence for up to four (4) weeks may be granted at the Firm’s discretion. You must provide the Firm with Thirty (30) days’ advance written notice of your need for leave when the need to leave is foreseeable. If emergency conditions prevent such notice, you must notify a Partner as soon as is practicable (i.e., within one (1) or two (2) business days of learning of your need for leave, if feasible). For leave taken on the basis of planned medical treatment, the employee should seek to schedule the treatment so as to avoid unduly disrupting the operations of the Firm. Failure to timely apply for leave may result in denial of the leave. Employees are expected to communicate leave requests personally, unless physically unable to do so. If an employee relies on friends or relatives to make leave arrangements, the Firm will not take responsibility if there is a misunderstanding. If you are requesting leave for pregnancy, your own serious health condition, a fitnessfor-duty certification may be required.

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Benefits Leave of Absence If the Firm asks you to provide certification, it must be from a responsible health care provider and provided within fifteen (15) days of the Firm’s request. You may use certification forms on the DOL website for FMLA; however, use of such forms does not convert any approved leave under this policy into a FMLA leave. If you are eligible to any paid time off, such as vacation or sick leave, then you must use your accumulated time off benefits as part of your leave of absence, except if you are on worker’s compensation leave. Using your paid leave benefits does not add to the total length of your leave eligibility. Upon exhausting all available and applicable paid leave, the remainder of an employee’s leave time will be unpaid.

You may, if requested by the Firm, need to report periodically on your status, and intent to return to work during the leave period. You must give notice as soon as practicable (within two (2) business days, if feasible) if dates of your leave change, are extended, or initially are unknown. If you take leave because of your own serious health condition, you must provide medical certification before you resume work. Employees failing to complete the return-to-work medical certification form as requested will not be permitted to resume work until it is provided. The Firm cannot guarantee that your job will always be held open during a leave of absence (other than an approved leave of pregnancy). Many factors, including the reasons for leave, the length of the leave and Firm’s business needs, will determine whether the position will be filled during the leave

Jury Duty If you are called for jury duty, you will receive your regular pay during such jury duty, for up to one week of jury duty service, after the 90-day introductory period.

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Benefits Insurance The Firm provides and pays 100% medical, dental and vision insurance for full-time employees, beginning on the first of the month after the initial 90day introductory employment period. Insurance is available for dependents, but the cost of such insurance will be paid by the employee. In order to continue providing 100% employer-paid medical, dental and vision insurance for full-time employees, we encourage employees who are eligible for free health insurance through a spouse’s plan to enroll in such spouse’s plan. This benefit is subject to change at any time, at the discretion of the firm, without advance notice.

The Firm reserves the right, in its sole discretion, to rescind or amend benefit plans, to change insurance carriers, or to require or change employee contributions toward premium costs, deductibles, or co- payment. The Firm may make such changes at any time, for any reason; financial necessity is not required. You will be notified of any such changes promptly. While our intention is to continue offering the Firm-sponsored employee benefit plans, we cannot guarantee that such benefits will always be available.

Summary Plan Descriptions You will receive summary plan descriptions (SPDs) describing the employee benefit plans offered by the Firm. The summary plan descriptions and official plan documents (such as insurance master contracts) contain information regarding eligibility requirements, coverage limits, deductibles, premiums, and fees. Please read the SPDs carefully to understand your rights and responsibilities. Should a conflict exist between the official employee benefit plan documents and the SPDs, the official plan documents will control in all cases. The SPD’s are as follows: Paid time off as described herein. CMSA will pay 100% of the employee’s healthcare, dental and vision insurance through the CMSA adopted plan or through Medicare (where applicable). Should an employee choose not to join the CMSA adopted plan then there is no reimbursement to the employee. Seven (7) National Holidays will be observed as paid holidays, plus one (1) floating holiday to be used at employees’ discretion. 401 K Plan as described herein. CMSA will pay your A.I.A. yearly membership dues if applicable.

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Benefits Retirement Savings Plan (401k) Employees working a minimum of 2080 hours per year are eligible, after 12 months of employment, to participate in the Firms 401(K) retirement plan.

CMSA will match the first 3% & ½% for the next 2%, with a maximum 4% match on a 5% contribution. (Subject to change). Any questions, please refer to the CMSA Consultant Mike Ferro, 9040 Town Center Parkway, Lakewood Ranch, FL 34202, (941) 362-0161.

Professional Development Time off for paid attendance of professional and educational meetings, and work for the A.I.A., must be approved by a Firm Partner and marked on time sheets as “Administrative,” with an explanation. The Firm, at its discretion, will pay for one professional association per annum per employee. Beginning in 2024, the Firm will allocate $500 per annum for each employee for a Professional Development stipend to be used at the employees’ discretion for any ongoing or continuing education. Should the employee opt to forgo this benefit, there will be no reimbursement.

Performance Reviews We will be conducting performance evaluations because your understanding of what the Firm expects of you is important. All employees are evaluated on the basis of their job behavior or performance, which may include such aspects as attendance, punctuality, quality of work, and ability to follow Firm policies.

Our goal is that performance evaluations be conducted as follows: 1. Initial performance evaluations will occur as soon as possible after the completion of the 90- day introductory period for all new hires, transferees, and promotions.

2. Annual performance evaluations will occur as scheduled by the firm.

(Generally, in June) This evaluation can, when appropriate, result in a performance bonus.

3. Informal evaluations, counseling, and recognitions will occur as often as necessary throughout the year and will be documented in writing in the employee’s personnel file.

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Benefits Performance Reviews During the annual performance evaluation, the evaluator and the employee will discuss the Firm’s expectations, the employee’s past performance and behavior, strategies for improvement, and goals for career and personal development. Each employee will also be asked to sign an evaluation form, acknowledging receipt of the evaluation. A signature does not, however, imply that the employee agrees or disagrees with the evaluation. The written performance evaluation will become a part of each employee’s personnel file.

While the performance evaluation and the team member check-ins are important, it does not necessarily lead to a wage adjustment. Wage adjustments may result from salary reviews that occur separately from the performance evaluation. Wage adjustments, if any, may depend upon how much the employee is expected to contribute to the Firm in the future, as well as the Firm’s profitability and other business conditions. In all cases, wage adjustments (either increases or decreases) will be considered each year and will be granted at the sole discretion of the Firm.

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Progressive Discipline Order of Actions Every Employee has the duty and the responsibility to be aware of, and abide by existing rules and policies as outlined in this Handbook and as updates occur through the year.

Employees are responsible to perform their duties to the best of their ability, and to the standards set forth in their description or as otherwise established.

CMSA supports the use of progressive discipline to address issues such as poor work performance or misconduct. The policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues.

The progressive discipline policy has been designed to be consistent with federal and state employment law and Human Resources standards and best practices.

Outlined below are the steps of our progressive discipline policy and procedure. CMSA reserves the right to combine or skip steps in this process depending upon the facts of each situation and the nature of the offense.

Coaching (Undocumented): A verbal discussion between an Employee and a Partner or Partner representative as an initial step in educating the Employee on a performancerelated issue.

Verbal Warning (Documented): A Partner or Partner representative verbally counsels an Employee about an issue of concern and a written record of the discussion is placed in the Employee's file for future reference.

Written Warning (Documented): Written warnings are used for behavior or violations that a Partner considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an Employee’s personnel file.

Team Members should recognize the serious nature of the written warning.

Suspension Pending Investigation (Documented): When misconduct or performance involve other Employees or require Partners to speak with other Partners and/or Employees, an Employee may be suspended, pending the outcome of the investigation.

Investigations generally should not last more than three business days and Human Resources should be consulted. Should the investigation result in termination, then no back pay will be given unless required by state or local laws.

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Progressive Discipline Termination The last step of progressive discipline, however unlikely, is sometimes necessary.

Termination (Documented): When a Partner has provided an Employee with the opportunity to correct behavior and/or performance and improvement has not occurred or if the misconduct warrants immediate dismissal.

Below is a list of prohibited conduct and is not meant to be all-inclusive. This list includes, but is not limited to, the violation of any one of the following acts by an Employee, while working or off-duty and may be considered just cause for progressive discipline, up to and including termination: Bad attitude, poor work ethic, lack of initiative or teamwork Deliberate violation of any labor law (i.e., falsification of time records) Non-adherence to CMSA Non-Discrimination and Non-Harassment policies Failure to report to work for two scheduled work days without Partner approval Gambling, fighting, or the possession of weapons on Company premises Theft, destruction or misuse of Company property Chronic tardiness or abuse of break periods Discussing confidential information outside CMSA Disruption of business (See Disruption of Business Policy) Any other conduct deemed detrimental to company business

Disruption of Business Policy CMSA reserves the right to impose appropriate disciplinary action for any conduct it considers to be disruptive to the business environment. The circumstances of each situation may differ, and the level of disciplinary action may also vary, depending on factors such as the nature of the offense, whether it is repeated, the Employee’s work record and the impact of the conduct on the organization.

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Separation Types of Separation Separation of employment at CMSA can occur for several different reasons: Resignation: Although we hope employment with us will be a mutually rewarding experience, we understand that varying circumstances cause Employees to choose to voluntarily resign employment. Resigning Team Members should provide, two weeks’ notice for non-exempt employees and four weeks notice for exempt employees, and submit it in writing to facilitate a smooth transition out of the firm. Even if the employee provides the requisite notice, the employer reserves its right to shorten the notice/working period at its discretion. The Firm will only be responsible for paying the employee through the last day worked, unless otherwise approved by the Firm.

Retirement: Employees who wish to retire should follow the same guidelines listed above in the “Resignation” section of this policy.

Job Abandonment: Employees who fail to report to work or contact a Partner for a for two (2) consecutive workdays shall be suspended, and potentially terminated for job abandonment, effective at the end of their normal shift on the second day. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire, unless required by law.

Termination: Team Members of CMSA are employed on an at-will basis and the Company retains the right to terminate a Team Member at any time. An employee who is terminated for misconduct as determined by the Firm forfeits unused PTO. The Firm may require that separating employees participate in an exit interview prior to departure.

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Separation References The Firm will respond to reference requests exclusively through the Managing Partner or his designee. The Firm will provide limited information concerning the employee, including dates of employment and positions held. Requests for reference information must normally be in writing, directed to the Managing Partner.

Return of Company Property & Final Payments Employees must return all the Firm’s property upon resignation or termination of employment, or earlier, upon request. The Firm may withhold from the employee’s paycheck the cost of any items that are not returned when required and may seek the return of its property through appropriate legal recourse.

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Closing Remarks Thank You The Firm knows that reading all of this material can be cumbersome and overwhelming. Please keep your copy, either physical or digital, accessible throughout the year so you can refer to it when needed.

After reviewing, if you have any questions, please ask a Partner or a HR representative.

Upon complete review, please sign the following Acknowledgement form and return it to the designated representative.

This Handbook is a great asset, but remember, our Employee’s are our most important asset at CMSA.

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Job Descriptions Office Manager Description: This individual is the face and voice of CMSA, being the first point of contact for clients and consultants. This position requires a flexible person that can work on multiple clerical tasks at once and can pivot as needed with other requests. The role of this individual is to help keep the team/office organized and complete select tasks which will allow the production staff to remain focused.

Expectations: • Polite & professional personality • Possess multi-tasking skills • Highly detail oriented • Good verbal and written communication skills • Expert computer skills: Microsoft Suite (Word/Excel/Power point/Outlook) • General knowledge of architecture, zoning and building terminology • Real estate license and/or access to MLS is a plus Duties: • Monitor front desk daily • Answer phones and respond to emails • Greet visitors and receive packages • Type notes/meeting minutes • Maintain filing system (physical & digital) • Schedule appointments (in person or zoom) and maintain calendar • Collate & distribute mail • Ship packages to clients • Order general office supplies • Excellent typing skills is a must • Type project contracts

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Job Descriptions CAD Drafter/BIM Modeler Description: Assist Project Managers with: product research, project documentation, CAD drafting, and BIM modeling/ rendering through the various stages of schematic design, design development and construction drawings. This team member can have any number of years experience in the architectural field and is generally someone who is self-sufficient, detail oriented, technically inclined and has a passion to research/learn.

Expectations: • General knowledge of residential construction • Advanced level of proficiency in ArchiCAD and AutoCAD • Strong Microsoft Office and Outlook skills & general Photoshop skills a plus • Advanced knowledge of architectural building systems & water-front construction • Good verbal and written communication skills • Possess time management skills & ability to effectively meet deadlines Duties: • Utilize ArchiCAD and AutoCAD to prepare/modify architectural documents under the direction of a project manager/architect, ensuring conformance with design intent & firm standards • Develops solutions to technical and design problems with project manager/architect • Integrates Sustainable Design solutions into projects • Prepares 2D and 3D presentations for client/project team review • Performs product research & assist with material selection & construction system research • Observe construction sites during construction administration phase • Assist in documenting existing as-built conditions • Create/coordinate drawings using information from consultants • Develop construction documents for permitting and construction • Revise architectural plans per red-line mark-ups Requirements for eligibility to grow into P.M.: • Possess ability & passion to prepare presentation & construction documents • Possess strong personal and people management skills • Possess moderate to advance building system knowledge • Possess multi-tasking abilities & time management skills • Have proactive approach & be self-sufficient

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Job Descriptions Project Manager Description: Working directly with the project architect/designer and clients to oversee all aspects of the design, construction documents and construction administration phases of a project.

This team member typically has 5-10 years experience in the architectural field and is someone who enjoys construction, design, and management.

Expectations: • Proficiency in time management skills, Problem Solving, and people skills • Advanced proficiency in ArchiCAD and AutoCAD to prepare/modify presentation and construction documents • Possess ability to review set in-depth to verify accuracy and adherence to office standards • Advanced understanding of luxury residential construction and building systems • Proficiency in Microsoft Office and Outlook • Strong verbal and written communication skills • Effective communication and people management skills Duties: • Communicate with designer on design intent & ensure coordination with drawings • Create effective and clear presentation drawings • Request proposals from consultants & coordinate consultants through duration of project • Strong ability to do Code/zoning research, building calculations and HOA/ARB review • Possess strong ability to create schedules and meet deadlines • Manage project team production and timing • Communicate with clients & contractor throughout the duration of the project • Review and redline construction drawings at various stages of project completion • Visit jobsites to observe adherence to construction drawings & coordinate with contractor

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Employee Handbook Acknowledgment This is to acknowledge that I have received a copy of the Clifford M. Scholz Architects, Scholz, Oswald & Shaffer LLC. (CMSA) Team Member Handbook (effective date January 01, 2024). I further acknowledge that this version supersedes all other Team Member Handbooks or manuals, including supplements, issued by CMSA or its predecessors.

I understand that the policies and procedures contained in the Team Member Handbook constitute guidelines only and are not intended to be all-inclusive and CMSA employment practices and procedures and policies will vary from time to time as circumstances require.

I further understand that the policies and procedures contained in the Team Member Handbook are not to be interpreted or considered as a contract of employment, or any other contract, that my employment relationship with CMSA is at-will, meaning that both CMSA and I will always retain the right to terminate our employment relationship at any time and for any reason. CMSA reserves the right to unilaterally change, add to, or delete any of its employment policies and procedures at any time. I further understand that if I have any questions or need clarification about anything, I will ask a Partner.

I understand that the provisions of this handbook apply to all employees. Moreover, in the event any provision of this handbook conflicts with any Federal, State or Local law, the law will govern.

I have read the contents of the Team Member Handbook and agree to abide by the policies and procedures contained in the Team Member Handbook. _____________________________

_______________________________

Employee’s Printed Name

Employee’s Signature

Date: ____________________

2724 Fruitville Road Suite 102 Sarasota, FL 34237 www.cliffordscholzarchitects.com

SEVERE WEATHER

ADDENDUM UPDATED JANUARY 1, 2024

Hurricane Policy Preparing for Hurricane Season All employees should make sure that Partners have access to the most accurate and up to date contact information (e.g., home address, home phone, cell phone, non-CMSA e-mail) in the event that some forms of communication are compromised by the storm.

The Partners or their designee will announce if and when CMSA will close. Some employees have required duties prior to, during and after the hurricane. The decision of when to close will vary on a case by case basis, taking the safety of Employee as the main priority. Partners will consider weather predictions, local closures, road conditions, and utilities accessibility when making the decision to close operations. When appropriate, Employee’s may need to continue working from home. CMSA Partners will defer to local and state government orders to shelter or evacuate the area, as recommended in official announcements. It is the employee’s responsibility to report to work as normal until an official announcement has been made by the Partners concerning operations.

In addition each employee should have their own personal hurricane plan in case the City and/or County are under evacuation orders. Employees should be ready to implement their plan and evacuate when a storm threatens Gulf Coast Florida.

Please note that employees will not be allowed to use CMSA as a storm shelter. No employees, except for Partners, will be allowed to remain on premise in the event of a evacuation.

Preparing For the Storm Before leaving, meet with the Partners or their designee to confirm telephone numbers and learn how you are expected to learn the information for reopening after the storm.

This will vary on a case by case basis depending on how communication is effected by the storm. It is the employee’s responsibility to make sure they are reachable before, during, and after the storm.

Hurricane Policy Preparing for the Storm: On Premise Secure all critical papers, pictures, books and other loose items in a cabinet, desk or closet.

Network will be backed up and secured by IT company.

Print hard copies of all current client contact information.

Make sure all work is saved on the CMSA server- not on your local hard drive.

Unplug all electrical equipment.

Move as much as possible away from windows to an interior area or against an interior wall.

Raise equipment up off of the floor, if possible.

Cover with plastic and secure with tape any office equipment, instruments, or computers that cannot be stowed or moved away from windows.

Close and lock (or secure with tape) all filing cabinets.

Stow telephone in desk, closet or cabinet.

Take personal items home with you.

Remove any food and perishables that you may have in the break room.

Assist other Employees or the Partners as necessary. Assure that you have the most up to date instructions from the Partners on when to expect the next update on operations. Should an Employee evacuate the area, follow the best practice guidelines below: Notify CMSA and your family members that you are evacuating.

Bring along your pre-assembled evacuation supply kit including water, snacks, cash and medications Bring driver license, photo ID, proof of address, proof of insurance, loan papers, deeds and important documents, family photos, pets (unless other arrangements were made), an address book and a list of important phone numbers including family contacts Gas up your vehicle (do not enter an evacuation route on less than a full tank) Put up shutters and Secure patio/yard furniture Take “Before” Photos of your property for insurance purposes if major damage may occur.

Lock up your home and allow at least twice the usual travel time. Avoid flooded roads, washed out bridges, etc.

Go to your predetermined destination or an emergency shelter, if necessary (Note: Pets are not allowed at Red Cross shelters - only official service animals.) Never evacuate without having a destination!

Hurricane Policy After the Storm After the storm the Partners will provide periodic updates on when operations can resume. Operations may take on different forms depending on storm damage, utilities access and road conditions. This will be evaluated on a case by case basis and action will be taken dependent upon the damage being minor or major.

Keep these personal best practices in mind after any severe weather event: Listen to the radio until all clear is given and then you can go outside When you go outside be extremely cautious. Do not step in water ad you might be electrocuted or harmed by organisms. Wear shoes that prevent cuts on your feet.

Watch out for hazards such as loose trees, limbs, and buildings.

Report all downed power lines to the correct authority.

Get all in need of medical help medical attention. Report and help any injured people you see.

Check all electrical equipment before turning it on.

Ventilate the house by opening windows.

Get to a safe place if house was compromised.

Inform your insurance company about all damage to property. Take photos and video of damage.

Only return to evacuated areas when all clear is given.

Do not place a generator near a window to prevent carbon monoxide poisoning.

Check if water is safe and if not first boil the water. Then add 16 drops of bleach per gallon. Let stand 30 minutes. If it smells of chlorine it is safe. If it does not it is not safe.

Continue to listen to media reports for bulletins and local updates.

Local Resources: Hurricane Preparedness: https://www.scgov.net/government/emergency-services/hurricane-preparedness-6291 Hurricane Line for Sarasota County: 941-861-5000.

Hurricane Policy Hurricane Human Resources: FAQ’s Hurricanes have posed unique human resources challenges for employers with operations in storm regions. Although one can never be fully prepared for such natural disasters, it is important to be aware of the federal and state laws that address such situations. This guide can be used in navigating through the legal and business implications created by hurricanes.

If a work site is closed because of weather, or unable to reopen because of damage and/or loss of utilities, am I going to be paid?

Generally, the FLSA does not require employers to pay non-exempt hourly employees who are not working. Therefore, an employer who is closed due to a natural disaster does not have to pay its non-exempt employees for this time because no work is available. For exempt employees, an employer will be required to pay the employee’s full salary if ANY work was performed during the workweek, even though the worksite is subsequently closed or unable to reopen due to weather or other disasters.

However, an employer may require exempt employees to use allowed leave for this time off or make up lost time in another work week. Also, if an employee is required to wait, that time is compensable. For example, if employees are required to be at work to wait for the power to restart, that is considered time worked.

What if I feel unsafe and I decide to stay home because of the weather?

The U.S. Department of Labor (DOL) considers an absence caused by transportation difficulties experienced during weather emergencies, if the employer is open for business, as an absence for personal reasons. Under this circumstance, an employer may place an exempt employee on leave without pay (or require the employee to use accrued vacation time) for the full day that he or she fails to report to work. If an employee is absent for one or more full days for personal reasons, the employee's salaried status will not be affected if deductions are made from a salary for such absences.

Hurricane Policy Hurricane Human Resources: FAQ’s Is there any law that protects employees who are absent from work during or after a hurricane?

In many states, there are important protections for employees who evacuate for natural disasters. For example, Florida law prohibits an employer from discriminating against an employee who “leaves the employee’s place of employment to participate in a general public evacuation ordered under an emergency evacuation order.” Florida Labor Code § 22.002. Employers violating this law may be liable for lost wages, benefits, and other damages. “Evacuation Orders” are defined broadly to include not only mandatory, but recommended evacuations. This protection does not apply to individuals employed as emergency services personnel (including fire fighters, police officers, emergency medical technicians, etc.) or those who are necessary “to provide for the safety and well-being of the general public, including a person necessary for the restoration of vital services.”

Closing Statements In the event of a Tropical Storm, Hurricane, or Severe weather event that threatens our area, please review the contents of this guide and remember that every situation will be different depending on the path and results of the storm. Keep in mind, many of our clients will have concerns about their homes and property after a storm- and it is our obligation to be available as quickly as possible for them.

Thank you for your flexibility and understanding while CMSA aims to fulfill our responsibility as employers that are responsible for protecting employees from unreasonable danger in the workplace.